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Numerous people may consider their social media profiles to be an extension of themselves. While this is true, many people are unable to distinguish between what is and is not suitable for general consumption. When applying for a job, candidates should put their best foot forward to pitch themselves as highly qualified and a great fit. It could just be another stage in the hiring process for companies that don’t know what to look for.

Here are several warning signs to look for that will help you spot a bad candidate before they even walk through your door.

Companies to be aware of substantial ineligibility.

Everything that throws doubt on an employee’s capacity to do their job or puts their company in a bad light or embarrasses them is discouraged. Many university graduates, for example, are surprised to see old images from parties that prevented them from getting hired by their desired employer. Openly antagonistic political or societal positions can be detrimental. Nobody can be blamed for having an opinion, but extreme or forceful ones can indicate a candidate’s inability to keep politics out of the workplace. Offensive language, particularly harassing language, automatically qualifies.

The personal information is now taken into account during the hiring process.

This includes their resume, employment history, unique qualities, and ability to advertise themselves effectively online. When interviewing candidates, look for personality traits that could make them a poor hire. Consider utilizing social media to have a better understanding of what it’s like to work with someone on a long-term basis. A simple internet search can reveal a wealth of information that no résumé could ever convey.

Immediate ineligibility

Employers look for red flags that will exclude a prospect from recruitment during the screening process. The sites Facebook, Twitter, LinkedIn, Instagram, and others are reviewed. Many people maintain tight confidentiality agreements with their employers to keep their professional and personal lives apart. This is a good thing because it indicates that the candidate isn’t just strewing material throughout the internet.

Keep an eye on social media.

As a recruiter or prospective employer, you must take your time on social networking sites as carefully as applicants do. Check to see whether you’re reaching the correct candidates on social media and if your brand and culture are supporting your hiring goals. Evaluate how a prospective employee may react before you post, tweet, or otherwise communicate something. Are you making the same mistakes as the rest of the applicants? The best thing you can do is set an example for future employees by holding them to the same high standards you do.

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